Sure Betts HR Solutions

Sure Betts HR Solutions https://linktr.ee/dougbetts

I transform CIC/CIO's from struggling with red tape and staffing headaches to thriving organisations where HR runs smoothly, leaders feel supported/empowered and everyone can focus on creating lasting social impact.

Loneliness at work is quietly costing your business money.It drives disengagement and increases absence.But how can you ...
10/06/2026

Loneliness at work is quietly costing your business money.

It drives disengagement and increases absence.

But how can you spot it and correct it fast?

My best advice is to stop thinking about loneliness as an individual problem and start thinking about belonging as a team one.

Here's what you can do:

💬 Ask for input on decisions that affect your team

When people feel like their opinion matters, they engage more. It costs nothing and sends a clear signal that they're valued.

👀 Train your managers to spot the early signs

Someone stops pushing back. Their work gets safe. They pull away from the team. Your managers are best placed to catch these shifts if they know what to look for.

🗓 Build connection into your onboarding

New starters in small businesses often get thrown straight into the work. Building social integration into the first few weeks makes a real difference.

☕ Create small rituals that bring people together

Even 15 minutes a week matters. A regular check-in or a team coffee that goes beyond task updates. Belonging comes from consistency.

🎯 Make sure that everyone knows how their role fits in

People who understand what the business is working toward and how they contribute are far more likely to stay engaged.

Replacing someone who leaves costs a lot more than most business owners realise. Getting belonging right is one of the most cost-effective things you can do.

If engagement or retention has been on your mind, get in touch and we can talk it through.

Can you still dismiss someone during their first 6 months of employment?Yes, you can. But...If you recruit someone on or...
09/06/2026

Can you still dismiss someone during their first 6 months of employment?

Yes, you can. But...

If you recruit someone on or after 1 July 2026, the rules of the game change on 1 January 2027.

From that date, you won't be able to dismiss them informally and hope for the best.

The unfair dismissal qualifying period is dropping from 2 years to 6 months. That changes the game for how you manage new starters.

You used to have a long runway to figure out whether someone was working out. If it wasn't right, you could manage the exit with a quiet conversation and relatively low risk.

Not anymore.

Here's what you need to focus on now 👇

📋 You can still dismiss for fair reasons:

Like performance, conduct and capability. What's changed is that you need to evidence a fair process, even during probation.

📝 Document everything from day 1:

Raise concerns early and in writing. Record probation reviews. Send follow-up summaries. If it isn't written down, it didn't happen.

🔄 Structure your probation properly:

This includes regular check-ins, clear expectations and specific feedback. A 6-month probation with no structure is riskier than a 3-month one that's well documented.

⏰ Don't wait to act on problems:

Under the old rules, you could afford to let things drift. Now, delays in addressing performance create unnecessary exposure.

🤝 Train your managers:

Most issues we see start with a well-intentioned manager who avoided a difficult conversation. Make sure that anyone managing people knows what fair process looks like under the new rules.

And on probation length: nobody in the profession has landed on a single answer yet. Don't get fixated on the number. Focus on making whatever period you choose count.

If you're unsure whether your probation and dismissal processes are ready for 1 July, drop us a message and we can talk it through.

From 1 July 2026, anyone you employ can claim unfair dismissal after just 6 months.No more 2-year grace period or inform...
08/06/2026

From 1 July 2026, anyone you employ can claim unfair dismissal after just 6 months.

No more 2-year grace period or informally managing people out.

That changes how you hire, how you onboard, how you run probation and how you manage performance.

Our latest guide breaks down:

1: What's actually changing and when it takes effect

2: What it really costs when it goes wrong (spoiler: it's a lot more than the headline tribunal figure)

3: The 3 things you need to get right before 1 July, onboarding, probation and performance management

4: A practical checklist for protecting your business now

All linked below. 👇

With unfair dismissal rights dropping to 6 months from January 2027, do probation periods even matter any more?Yes. More...
02/06/2026

With unfair dismissal rights dropping to 6 months from January 2027, do probation periods even matter any more?

Yes. More than ever.

Why?

Because if your probation processes aren't watertight, you could potentially dismiss someone after their probation period ends and that employee could easily claim against you.

Here's the action we recommend you need to take:

📋 Build a real process

Don't just have probation in the contract. Set clear expectations on day 1, schedule structured review meetings at regular intervals and document feedback in writing every time.

If you can't evidence what happened during probation, you can't defend a decision made at the end of it.

⏱️ Consider shortening probation to 3 months

A shorter probation forces you to assess earlier. It stops managers putting off difficult conversations and gives you time to act well before the 6-month qualifying period is reached. Allow a 1-month extension for borderline cases, but no more.

📝 Address concerns immediately and in writing

If something isn't working, raise it with the employee straight away. Be specific about what needs to change, agree a plan for improvement and follow up in writing.

Vague feedback or verbal-only conversations won't protect you.

💰 Factor in the uncapped compensation risk

The statutory cap on unfair dismissal compensation is being removed from January 2027. A structured probation process is one of the cheapest protections available to you.

👥 Train your managers now

Your managers are the ones running reviews and making calls on whether someone stays or goes. Make sure that they understand the new rules, know how to document properly and aren't leaving concerns until it's too late to act.

If your probation process is more formality than framework, now is the time to fix it. Get in touch and we can help.

I'm delighted to share that Sure Betts HR Solutions is now a Gold Partner with Breathe HR.For small and growing organisa...
01/06/2026

I'm delighted to share that Sure Betts HR Solutions is now a Gold Partner with Breathe HR.

For small and growing organisations, keeping on top of people management, holiday records, absence, performance conversations and HR compliance can be challenging. With increased scrutiny on employers, upcoming employment law changes, and the introduction of the Fair Work Agency, having accurate employee records and robust HR processes has never been more important.

Breathe HR helps organisations streamline their HR administration, improve compliance, and gives managers and employees access to the information they need, all in one easy-to-use system.

Whether you're currently using spreadsheets, paper files, or another system that isn't meeting your needs, Breathe HR could save you time, reduce risk, and improve the employee experience.

If you'd like to see how it works, comment below with "BREATHE" and I'll get in touch to arrange a free trial and demonstration.

This month's HR update is here with guidance on two big topics for small business owners right now.We're covering:● The ...
01/06/2026

This month's HR update is here with guidance on two big topics for small business owners right now.

We're covering:

● The 1 July countdown
● What the new 6-month dismissal rules mean for how you hire and manage people
● Plus, what employers get wrong about men's health at work and why it matters commercially
You'll also find...

News on the surge in tribunal claims, new hiring incentives for young workers, support for employees with caring responsibilities and answers to your latest questions.

Read it below.

April turned out to be a busy month for meI signed up 3 new retained clients with another just confirmedCompleted two co...
01/05/2026

April turned out to be a busy month for me

I signed up 3 new retained clients with another just confirmed
Completed two complex investigation projects
Completed one large job evaluation project
Delivered a day of onsite training for a client on how to hire successfully in light of new employment legislation
Having completed a big employee engagement project in March I'm now getting great satisfaction in working with a Board and SLT to implement the recommendations

May's looking full too 😀

I don't usually do self congratulatory work anniversary posts. And being someone who has about 6 different dates on when...
06/01/2026

I don't usually do self congratulatory work anniversary posts. And being someone who has about 6 different dates on when I "started" my business it's difficult to choose one. However I choose today as it has been 3 years since I went all in on my business full time leaving my last corporate job behind.

In that time, I've had the usual highs and lows of being a business owner. But rather than making it about me, it's good to look back and reflect in that time on
👨 How many clients I've helped by providing HR services - 94 in total and still counting
👨 How many clients I've enjoyed training - 20 and still counting
👨 How much money I've saved them by giving clear commercial advice and helping them avoid grievances, tribunals, high turnover - priceless.
📈 How many journals I've made a contribution to - 4
📈 How many podcasts I've guested on to talk about the benefits of good people leadership and how to achieve this - 18

As I approach 2026 I'm looking forward to working with more new clients and continuing relationships with existing ones, particularly as the employment law landscape in the UK is set to change dramatically. I also need to get onto more stages to get my message out there.

What plans do you have for your business in 2026?

17/12/2025

Breaking news! The Employment Rights Bill has now been APPROVED by the House of Lords…

Yesterday, the House of Lords has formally approved the Employment Rights Bill after months of “ping-pong” between the two houses.

This is one of the biggest changes to employment law in decades and will massively increase compliance obligations, and costs, for many employers.

The next and final step is Royal Assent, which is the formal process that turns a Bill into law.

Based on current parliamentary timings, Royal Assent is expected before Christmas, although the exact date has not yet been formally confirmed.

Key changes include:
Unfair dismissal: Shorter qualifying period for claims
Zero-hours contracts: New rights to more predictable working hours
Fire and rehire: Tighter limits and stronger consultation rules
Harassment: Expanded employer duties, including third-party protection
Sick pay and family leave: Wider access and more day-one rights
Enforcement: New Fair Work Agency to enforce employment rights

What happens next?
Once Royal Assent is confirmed and the Act is published, we will be able to see:
Which sections take effect immediately
Which have fixed future start dates
Which will come into force later through commencement regulations

At that point, I will review the confirmed implementation timetable and provide a further update explaining:
What applies to your business
When it applies
What practical steps (if any) you need to take

If you would like to ensure you receive this update, please reply to this post saying “update me”.

If you’d like to discuss how these reforms may affect your business in 2026 and beyond, or if you have any questions about the Bill, please feel free to get in touch.

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